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West London Zone - People & Culture Business Manager
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People and Culture Business Partner
Candidate information pack
Why we exist
We work in West London - an area of deep inequality where 1 in 5children and young people aren’t getting the support they need to thrive. In our community, the existing support systems are not easily able to flex to the needs of individual children. Organisations often work in isolation and are not always able to work with those who could benefit from their help the most. West London Zone was inspired by the world’s first ‘children’s zone’ – the ground-breaking Harlem Children’s Zone (HCZ), later rolled out across 20 US states as President Obama’s ‘Promise Neighbourhoods’ programme. One of our founders visited Harlem Children’s Zone in 2011.
We have grown fast and had a positive impact in our community over the last five years. We have an ambitious future 5-year strategy focused on expanding and deepening our presence in our Zone and building our evidence of impact, as well as a strategy to test our approach outside of London from 2024. Our ultimate aim is to affect system wide transformation in how early, action with children and families is delivered across the country.
What we do
• We harness the collective power of the West London community, joining up the right support and opportunities for children at the right time. • We partner with schools and charities working locally, sharing our knowledge and insight, bringing together the whole community - government, charities, schools, families and funders - to work together to support each child. • By doing this, we ensure everyone in the community is working towards a common end goal. As part of a vibrant community, we bring together the best of what is already available locally as well as finding and funding other charities to deliver programmes locally to West London Zone children and young people. • Our research shows that there are 12,000 children and young people currently living in our community that need additional support. Without it, they are more likely to face challenges in later life, including unemployment, social isolation, and poor mental and emotional health. • We help children and young people build the relationships and skills they need to get on track Socially, Emotionally and Academically. • We call this creating a SEA change
We believe that by targeting these key areas of development we can empower children to fulfil their potential.
Our Values
About the Role
The purpose of this role is to lead West London Zone’s HR function, to ensure the delivery of a proactive and inclusive HR service to support our fast-growing charity to enable us recruit, retain and develop the best talents needed to deliver our vital work. The People and Culture Business Partner will play a key role in the delivery of the People and Culture strategy and will work closely with the People and Culture Director to ensure its success. This is a new role, which the post holder will have scope to shape themselves. You will lead initiatives across all areas of Human Resources to support West London Zone and Managers to build and develop high performing teams , with a focus on enriching employee experience . You will be a HR generalist who will have experience of key stakeholder relationships supporting them as a Human Resources Manager.
HR advice and business partnering • Advise stakeholders on employee relations situations (e.g., Redundancy, Grievance, Disciplinary, Investigations, Absence, Terms and Conditions, compliance with Employment Law etc.) • Lead on strategic initiatives such as the Workplace Wellbeing and Mental Health to support staff well-being and maintain a good staff retention rate • Work with the People and Culture Director on the development and implementation of HR, people and culture strategies and policies • Lead proactive stakeholder relationships that can support, develop, coach and challenge on best inclusive HR practices to maintain an effective workforce HR systems and organisational culture • Ensure that HR policies and procedures are kept up to date, compliant with legislation and relevant to the needs of WLZ, and in a form that is accessible to all staff • Oversee the management of the HRIS (Breathe HR) and develop the use of HR >Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10
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